Conversation Planner · for managers
How to talk to a high performer who is hard to work with
Read the approach below, or skip ahead and get a plan written for your own situation.
Plan my conversation — free ↓Why the usual approach fails
Managers avoid this conversation for fear of losing the results, so the behavior gets silently approved. Meanwhile the rest of the team concludes that performance buys a pass. The conversation works when you make collaboration part of the performance standard, not a separate "soft" issue.
How to open
"Your results this quarter are excellent, and I want to keep you growing. There's one thing between you and the next level: in the last two reviews, Maya and Tom's suggestions were dismissed in a sentence, and they've stopped bringing you their work."
Ask before you tell
- "How do you see your working relationships on the team right now?"
- "What do you think it costs you when people stop sharing early work?"
- "What would it look like to disagree and still leave them wanting to come back?"
What to agree before you leave the room
One specific practice in reviews — ask two questions before giving a verdict — and feedback from the team at the check-in.
Make it yours — free
Edit the details below to match your situation and get a full five-step COACH plan by email.
Other conversations
- How to talk to a disengaged employee →
- How to talk to an employee who isn't a team player →
- How to talk to an employee who complains constantly →
- How to talk to an employee who gossips →
- How to talk to an employee who undermines you →
- How to talk to an employee who resists change →
Built on the COACH method by Jon Kludt, Business Coach · Certified EOS Implementer® · thecoachconversation.com